Wahlen im Irak : eine amerikanisch-europäische Perspektive

Perceptuella röstanalyser är en viktig del i logopedens arbete med röstpatienter. Syftet med föreliggande studie var att med hjälp av lyssnarbedömningar undersöka skillnader i röstkvalitet mellan spontantal och instruerat tal hos femåriga barn och vuxna kvinnor. Även inter- och intrabedömarreliabilitet undersöktes för fyra logopeder vilka utgjorde bedömningsgruppen. Resultatet visade signifikanta skillnader i röstkvalitet mellan spontantal och instruerat tal för kvinnorna gällande parametrarna heshet, hyperfunktion och skrovel. Hos barnen kunde starka tendenser till skillnad mellan spontantal och instruerat tal ses för parametrarna hyperfunktion och röstläge. Interbedömarreliabiliteten var högst vid bedömning av heshet hos barn och tendensen var att interbedömarreliabiliteten överlag var högre vid bedömning av barnrösterna än vid bedömning av kvinnorösterna. Värdena för intrabedömarreliabilitet visade starka tendenser till att vara högre vid bedömning av kvinnornas röster jämfört med barnens röster

Negotiating the horizon - living Christianity in Melanesia

[W]here is the horizon that separates the foreign and the indigenous, and who can successfully claim to make foreign powers indigenous or to ‘make the global local’? The boundaries of the foreign and the indigenous are fluid and contested—especially between genders and generations. Moreover, such contests are configured in part by the differences between localities (Jolly 2005, p. 138).Alison Dundo

Employment relations and human resource management.

This chapter locates the emergence and significance of key intersections of Human Resource Management (HRM) and Employment Relations (ER) in a threefold manner. First, the chapter traces the origins of HRM, highlighting the importance of longstanding domain assumptions which formed the conceptual heritage of the term. Second, the chapter explores key waves of research that have characterised the field since the mid-1980s, including an emphasis on strategy, HRM-Performance linkages, and employee outcomes. Third, the chapter draws on a 5C framework to provide a critical evaluation of HRM. Overall, this serves to illuminate the value of more employment relations grounded understanding and on-going conversation between related modes of thinking about the management of people at work in contemporary society

The challenge of managing informally

Purpose – The purpose of this paper is to explore the orientations of line managers in handling workplace conflict. In particular it examines the tension between the traditional preference of frontline managers for informal approaches and the perceived certainty of written disputes procedures. Design/methodology/approach – The paper draws upon findings from 12 organisational case studies, focusing on interviews conducted with HR and managers. Findings – As line managers undertake more responsibility for people management, their preferences for informal approaches to workplace issues appears to be being replaced by a more rigid adherence to policy and procedure. This is largely driven by a lack of confidence and expertise in conflict management and a fear of the repercussions (both legal and organisational) of mishandling difficult issues. Written procedure therefore provides managers with both a systematic guide but also a protective shield against criticism and litigation. Research limitations/implications – It is not possible to generalise from a limited sample, therefore this suggested change requires further exploration to assess whether it has been evidenced in organisations more widely. Practical implications – For practitioners this research highlights the critical requirement for organisations to develop key skills among line managers to enable them to respond effectively to problems at an early stage. Social implications – For policy-makers, the barriers to line managers implementing informal resolution should be considered. Originality/value – This paper enriches understanding of line managers’ current role in people management and the challenges they face in doing so informally

Clustered nuclei maintain autonomy and nucleocytoplasmic ratio control in a syncytium

© The Author(s), 2016. This article is distributed under the terms of the Creative Commons Attribution License. The definitive version was published in Molecular Biology of the Cell 27 (2016): 2000-2007, doi:10.1091/mbc.E16-02-0129.Nuclei in syncytia found in fungi, muscles, and tumors can behave independently despite cytoplasmic translation and the homogenizing potential of diffusion. We use a dynactin mutant strain of the multinucleate fungus Ashbya gossypii with highly clustered nuclei to assess the relative contributions of nucleus and cytoplasm to nuclear autonomy. Remarkably, clustered nuclei maintain cell cycle and transcriptional autonomy; therefore some sources of nuclear independence function even with minimal cytosol insulating nuclei. In both nuclear clusters and among evenly spaced nuclei, a nucleus’ transcriptional activity dictates local cytoplasmic contents, as assessed by the localization of several cyclin mRNAs. Thus nuclear activity is a central determinant of the local cytoplasm in syncytia. Of note, we found that the number of nuclei per unit cytoplasm was identical in the mutant to that in wild-type cells, despite clustered nuclei. This work demonstrates that nuclei maintain autonomy at a submicrometer scale and simultaneously maintain a normal nucleocytoplasmic ratio across a syncytium up to the centimeter scale.his work was supported by National Institutes of Health R01-GM081506 (A.S.G., S.E.R., and P.O.), the National Science Foundation GK-12 Program and the Neukom Institute at Dartmouth College (S.E.R.), the Alfred P. Sloan Foundation and National Science Foundation DMS-1351860 (M.R. and S.-S.C.), a National Institutes of Health Ruth L. Kirschstein National Research Service Award (T32-GM008185; S.-S.C.), and the Intramural Research Programs of the National Institutes of Health National Institute of Biomedical Imaging and Bioengineering Whitman Investigator and Grass Foundation Programs at the Marine Biological Laboratory at Woods Hole (A.K. and H.S.

Capturing complexity: developing an integrated approach to analysing HRM in SMEs

This article presents a framework to evaluate HRM in small and medium-sized enterprises (SMEs), using an open systems theoretical perspective. In presenting an open systems perspective the objective is to overcome the limitations of existing theorising in HRM, in particular to facilitate a move away from the ‘small is beautiful’ versus ‘bleak house’ stereotypes evident in much of the literature concerned with HRM in SMEs. The evidence is drawn from six SMEs operating in the Republic of Ireland, using a case study method. The findings show that a complex interplay of external structural factors and internal dynamics shaped HRM in each of the companies. HRM was not the coherent set of practices typically identified in the literature but rather was often informal and emergent. It is argued that the open systems theoretical framework enables a move beyond mere recognition of the complexity and heterogeneity of HRM in SMEs, towards an understanding, accommodation and explanation of particularistic factors

Blacklisting and its legacy in the UK construction industry: employment relations in the aftermath of exposure of the Consulting Association

This paper explores responses to the exposure of blacklisting in the UK construction industry in the period following the closure of the Consulting Association (CA) in 2009. It asks whether employer collusion to blacklist in this way has been terminated and concludes that it is now largely of historical interest although other forms of anti-union activity continue. It highlights particularly the historic and continuing importance of ‘double breasting’ and reports on divergent employer paths in the aftermath of the exposure and subsequent closure of the activities of the CA

Regulating for mutual gains? Non-union employee representation and the Information and Consultation Directive

Interest in ‘mutual gains’ has principally been confined to studies of the unionised sector. Yet there is no reason why this conceptual dynamic cannot be extended to the non-unionised realm, specifically in relation to non-union employee representation (NER). Although extant research views NER as unfertile terrain for mutual gains, the paper examines whether NER developed in response to the European Directive on Information and Consultation (I&C) of Employees may offer a potentially more fruitful route. The paper examines this possibility by considering three cases of NER established under the I&C Directive in Ireland, assessing the extent to which mutual gains were achieved